Lecture 26. Employee Counseling Services The Need for Employee Counseling Have you ever seen people: Struggling due to high levels of anxiety? Refusing.

Lecture 26

Employee Counseling Services

The Need for Employee Counseling

Have you ever seen people: Struggling due to high levels of

anxiety? Refusing treatment for a treatable

condition? Experiencing job burnout? Involved in efforts to promote

good health?

The Need for Employee Counseling – 2

Personal problems are a part of life. Personal problems affect job

performance. Healthcare costs continue to rise. Reducing tardiness, absenteeism, lost

time and worker’s compensation saves money.

Reducing turnover can improve productivity and the bottom line.

Addressing Employee Well-Being

Promotes employee morale. Reduces the impact of external

factors on work. Promotes productivity.

Cheaper to train, treat, and retain existing workers than to hire new ones.

Employee Counseling as an HRD Function

Counseling serves the same goal as other HRD activities. Improving/maintaining worker

performance Same techniques are used,

especially coaching. Same kinds of analysis and

planning needed.

Overview of Counseling Programs

Problem Identification Education Counseling Referral Treatment Follow-up

Problem Identification

Screening device Absenteeism records Supervisor’s observations Referral Voluntary participation

Education

Pamphlets Videos Lectures Unsolicited

Television Radio Other media

Counseling

Needs a non-threatening person with whom the worker can discuss problems and seek help. Options include: Supervisor/coach Ombudsman HRD Counselor Professional Counselor

Referral

Directing employee to appropriate resources for assistance, e.g., Physician Substance abuse treatment center Marriage counselor Alcoholics Anonymous (AA) Other options (clergy)

Treatment

The actual intervention to solve the problem, e.g., Group therapy Medications Individual therapy Psychological therapy

Follow-up

Needed to: Ensure the employee is indeed

carrying out the treatment. Obtain information on employee

progress. Ensure that referrals and treatment

are effective.

A Caution About Employee Counseling

All six approaches are not always needed.

The following issues drive which approach is taken: Type of problem identified Appropriate response Available resources

Who Provides Employee Counseling?

Depends on the organization and organizational culture.

Can be done using: Corporate resources (In-house). Outside resources (Out-of-house).

In-House EffortsAdvantages:

Internal control Familiarity with organization Better coordination of efforts Sense of ownership Greater internal credibility

Disadvantages: Confidentiality Lack of needed resources Employee reluctance to use

services Limitations in staff skill and

expertise

Contracting Externally (Out-of-House)

Advantages: Subject matter experts Confidentiality easier to maintain Lower cost Better identification and use of

resources

Disadvantages: Lack of on-site services Possible communications problems Lack of organizational knowledge

Characteristics of Effective Programs

Top management support. Clear policies and procedures. Cooperation with unions and

employee groups. A range of care:

Referral to community resources Follow-up

Characteristics of Effective Programs

Policy of guaranteed confidentiality.

Maintenance of records for program evaluation.

Health insurance benefit coverage for services.

Family education.

Employee Assistance Programs (EAPs)

Job-based programs operating within an organization that: Identify troubled employees. Motivate them to resolve their

problems. Provide access to counseling and

treatment, as appropriate.

General Topics that EAPs Might Address Alcoholism Drug abuse Anxiety Depression Eating disorders

Compulsive gambling Marital problems Financial problems Personal problems

Issues/Outcomes Affected by EAPs Productivity Absenteeism Turnover Unemployment costs Substance abuse treatment

Accidents Training Replacement costs Insurance benefits Etc.

Who Offers EAPs?

62% of medium- and large-sized companies.

33% of companies with 50+ employees.

Estimated 82% of large firm employees have access to an employee assistance program.

Items of Importance

Extent of substance abuse and mental health problems faced by companies.

Approaches to employee assistance.

Effectiveness of EAPs in treating substance abuse and mental health problems.

Substance Abuse - 1

Abuse of alcohol and drugs is prevalent.

Estimates are: 18 million Americans have a serious

drinking problem. Alcohol is involved in 47% of

industrial accidents. 10 million employed Americans use

illegal drugs.

Substance Abuse – 2

6.5 % - 8.5% of employees report heavy use of alcohol.

75% of drug users are employed. 24% of workers reported drinking

at work. 10% - 12% of prospective Postal

employees tested positive for drug use.

Substance Abuse – 3

6.5% of workers reported going to work while under the influence of drugs or alcohol.

5% - 8% reported being under the influence of marijuana at work.

Companies lose over $7000/year for each abuser of alcohol or drugs.

Reasons for Immediate Concern

Drug and alcohol users are more prone to accidents, injuries, disciplinary problems, and “involuntary” turnover.

Would you want to fly in a plane with a drunken pilot?

Do you want to drive a car put together by someone abusing marijuana or cocaine?

Drug-Free Workplace Act of 1988

Promotes drug-free awareness among Federal contractors and grant recipients.

Tells employees about: Availability of drug counseling Availability of rehabilitation

programs Employee Assistance Programs

Mental Health

It is estimated that: 17.5 million Americans suffer from

depression every year. 23% of the American population

has some sort of mental disorder. 5.4 % have a serious mental

illness.

Results of Serious Mental Health Problems

Mental health problems can interfere with major life functions such as: Eating Managing money Functioning in family groups Functioning at work Functioning in society Functioning in educational settings

Common Mental and Emotional Health Problems

Individual adjustment Victim of external factors (rape,

incest, battering, crime) Sexual problems, including

impotence Divorce and marital problems

Common Mental and Emotional Health Problems - 2

Depression and suicide attempts Difficulties with family and children Sexual harassment in workplace Legal and financial problems Gambling addiction

Why Care About Mental and Emotional Problems?

Problems can cause: Absenteeism Poor performance and work habits Low job satisfaction Indecisiveness Interpersonal conflicts Violence and aggressive behaviors at

work

Three Federal Regulatory Actions

American Disabilities Act of 1990 Mental Health Parity Act of 1996 Executive Directive by President

Clinton

(effective January 1, 2001)

American Disabilities Act (ADA) of 1990 Who is covered by the ADA? An employee

who: Has a physical or mental impairment that

substantially limits one or more major life activities,

Has a record of such impairment, or Is regarded as having such an impairment, i.e., an

employer’s perception of a disability would be covered.

Guarantees equal access to jobs for those with disabilities.

Includes mental and emotional disabilities, along with physical disabilities.

How to deal with individuals with such disabilities (EEOC Guidelines, May, 1997).

Mental Health Parity Act of 1996

Employers with 50+ employees must provide mental health coverage equal to physical coverage.

Does NOT include coverage for substance abuse or chemical dependency.

Note: This law lapsed after September, 2001.

Executive Directive by President Clinton

Requires equal coverage (parity) for mental health benefits for those covered by the Federal Employees Health Benefits Program: Federal employees Their dependents Federal retirees

Also covers substance abuse treatment. Took effect on January 1, 2001.

Source: http://www.opm.gov/insure/health/parity/qanda.htm

Why These Three Federal Actions?

To require employers to pay attention to mental health issues.

To urge/force employers to carefully manage and address such problems.

EAP Approach to Resolving Employee Personal Problems

Basis of the EAP approach: Work is very important to people. Work performance can help

identify an employee’s personal problems.

Employees can be motivated to seek help.

Characteristics of the EAP Approach

Problem is defined in terms of job performance, rather than in clinical terms.

Supervisors monitor employees to identify changes in workplace behavior that indicate potential problems.

Behavior Problems Indicating Possible Substance Abuse

Absenteeism On-the-job absences High accident rate Poor job performance Changes in personal habits Poor relationships with co-workers

Constructive Confrontation

In this approach, a supervisor: monitors performance. confronts employee on poor

performance. coaches to improve performance. urges use of EAP’s counseling

service. Emphasizes the consequences of

continued poor performance.

The Typical EAP

Clear policies, procedures, and responsibilities concerning health and personal problems on the job.

Employee education campaigns. Supervisory training program. Clinical services (In- or out-of-

house). Follow-up monitoring.

Effectiveness of EAPs

Effectiveness is “generally accepted.”

Estimated 50% - 85% effectiveness rate.

Estimated savings of $2 - $20 per dollar invested in EAP.

However: Much EAP evaluation is subjective, and strongly criticized.

EAPs and the HRD Professional

EAPs are often housed within the HRD area of the organization.

HRD must determine: Costs vs. benefits of the program in

dollars. Whether it’s cheaper to replace an

individual than to successfully treat that person.

Healthcare organizations are increasingly involved in EAPs (behavioral healthcare management).

Stress Management Interventions

“Any activity, program, or opportunity initiated by an organization, which focuses on reducing work-related stressors….”

What is Stress?

Some environmental force affecting the individual (a stressor).

Individual’s response to the stressor.

Interaction between individual and the stressor.

Individuals react in different ways to stress.

Organizational Stressors

Factors intrinsic to the job Organizational structure and

control Rewards systems Human resource systems Leadership

Stress Management Interventions

Educationally-Oriented Interventions Sources or stress, how it feels, how

to avoid it, how to cope with it. Skill-Acquisition Interventions

Provides new ways to manage stress such as:

Time management training Assertiveness training

A Model of SMIs

See Figure 11-1. Focuses on the individual. Helps the individual cope. Perhaps more focus should be

placed on stressors from the work environment.

Effectiveness of SMIs

Research hasn’t been rigorous enough to measure effectiveness accurately.

Well-conducted research demonstrates some success.

More research is needed.

Guidance for SMIs

Look for specific issues. Assess and analyze apparent

problems. Look for specific and focused

solutions. Look at strategic intervention:

Is problem throughout the organization, or is it localized?

Ensure evaluation and timely feedback.

Employee Wellness and Health Promotion

Wellness is more than the absence of disease.

Promotes physical fitness and other non-stress issues: Obesity Smoking

Helps control healthcare costs.

Three Levels of Fitness and Wellness Programs

Level 1: Primarily educational without interventions.

Level 2: Seeks to bring about direct change: Supervised exercise, fitness

centers, etc. Level 3: Institutionalized

wellness.

Ten Dimensions of Work Site Wellness – 1

• Constructive wellness policy• Wellness screening• Working with community

resources• Employee referrals to

professionals• Menu-approach to health-

improvement

Ten Dimensions of Work Site Wellness – 2

• Outreach and follow-up counseling

• Plant-wide wellness events• Work-site policies and systems• On-going evaluation of wellness

process• Periodic evaluation of cost-

benefits of wellness programs

Exercise and Fitness Interventions

• Most popular interventions.• Even modest exercise helps

prevent disease.• Research shows effectiveness.• Problem: Getting those who would

benefit the most to exercise.

Smoking Cessation Programs

• Smoking: Most publicized health risk.

• Cost per smoking employee: $2,853 per year more than non-smokers.

• Measuring effectiveness:• Quit rate• Percentage of smokers in program

• Cost Benefit: $8 saved for $1 spent.

Nutrition and Weight Control

• Obesity: 20% or more over “ideal” weight.

• Over 25% of Americans are obese.

• Obesity causes hypertension, musculoskeletal problems, high blood sugar and cholesterol levels.

• Competition helps program effectiveness.

Control of Hypertension

• Hypertension: Blood pressure greater than 140/90 repeatedly over time.

• Greater incidence of heart disease and stroke.• Control through, exercise, weight loss,

medication, stress reduction and low salt diet

• Benefit: $1.89 - $2.72 reduction in health claims per dollar spent on program.

Issues in Employee Counseling

• Effectiveness of programs• Legal issues• Who is responsible for counseling?• Ethical issues• Unintended negative outcomes

Effectiveness of Counseling

• Determine organizational demographics

• Determine expected participation rates

• Estimate startup and maintenance costs

• Implement test and tracking system• Measure pre- and post-program • Analyze results for users and non-

users• Do present and future cost-benefit

analyses

Legal Issues

• Using counseling programs to comply with legislation may increase liability to lawsuits:• Must be equally available to all• Erroneous assessments are made

• Injuries in wellness/fitness programs can lead to lawsuits.

Responsibility for Employee Counseling

• HRD Professionals?• Supervisors?• Unions?• Management?• Individuals?• What are your thoughts?

Ethical Issues

• Confidentiality:• Records should be held in strictest

confidence, and kept separate from the employee’s regular personnel file.

• Release only with specific employee permission.

• Nature of Participation:• Mandatory versus voluntary

Question

• Should participation be mandatory or voluntary?

• Why?

Potential Unintended Negative Outcomes

• Increased worker’s compensation costs.• Employee scheduling problems,

increased fatigue, lower performance.• Increased healthcare unit costs as

usage decreases.• Reduced turnover reduces promotion

opportunities and causes payroll cost increase.

• Conflicts at work over smoking bans.

Closing Thoughts

• EAPs show that companies care.• HRD professionals have the

skills and expertise to provide EAP information.

• Promoting employee health and well-being can contributes positively to an organization’s bottom line.

Summary

• Employee well-being affects ability, availability, and readiness to perform a job.

• Employee counseling encompasses a lot of areas.

• It is an HRD function that:• Ensures that employees are now effective

contributors to the organization, and that they will continue to be in the future.

• Needs professionals who are qualified to deal with the difficult issues involved with this topic.